RSS header - this is hidden

While employers and organizations look for quicker, easier ways to hire employees, many are turning to artificial intelligence (AI) decision making. It would appear that using algorithms in decisions would limit discrimination but in fact, algorithmic discrimination is still a very real problem. When considering an applicant for employment, there are far too many mistakes that could occur under the premise of "machine learning".

Instead of relying on solely on artificial intelligence for hiring, employers are better served making hiring decisions with human touch.

Why Choose Artificial Intelligence

Since the COVID-19 pandemic, employers are facing either furloughs and layoffs or increased hiring. Those that are hiring, such as manufacturers and transportation, medical/healthcare and retail, want the process to be fast, cheap and with as little in-person interaction as possible. These and many smaller businesses are choosing to adopt digital hiring and onboarding processes of new employees. Many are turning to AI-powered hiring.

AI-powered recruiting and hiring promises to:

Move candidates through the hiring and onboarding process faster

Reduce hiring bias and discrimination

Cut down costs of hiring

Create a positive candidate experience

Drawbacks of Using AI-Powered Background Checks

Technology, such as applicant tracking systems, may be helpful when a recruiter has to sort through hundreds of resumes but there are still drawbacks to using artificial intelligence through the entire hiring process. Errors can be made by any background screening company but when they're made by an algorithm, they aren't corrected until the algorithm changes.

Ensure your data and models are robust and empirically sound. In simple terms, if you're collecting data on a consumer, or providing data for automated decision-making, make sure the data is accurate and not discriminatory.

Hold yourself accountable. If you're relying on an algorithm to make hiring decisions, you should ensure the algorithm is used correctly, includes representative data and, you're responsible for any ethical or fairness concerns.

How VeriFirst Uses Technology and a Human Touch

Background screening reports contain a large amount of data from a large amount of sources. Since there is little commonality between how courts and employers report data, our process is to apply electronic filtering first, then make sure a human personally reviews every report. We also make sure to help walk our clients through every aspect of the background check review process:

how to read a report

what to do if adverse information is found

how to handle applicant disputes

and other general FCRA compliance policies

This personal touch is extended to prospective employees and applicants as well. At VeriFirst, we truly believe a human eye or touch is required in the background check process. Want to learn more? Contact us or click the box below to schedule a demo!